After conducting the Work Environment Assessment, the results reveal several key

After conducting the Work Environment Assessment, the results reveal several key insights into the civility of the workplace (Clark, 2015). Overall, the assessment indicates that the workplace leans towards being civil, but there are areas that require improvement. One positive aspect highlighted by the assessment is the clear communication channels within the organization. Employees generally feel comfortable expressing their ideas and concerns, and there is a sense of transparency in decision-making processes (Jiang & Luo, 2018). This fosters a culture of openness and trust, which is fundamental to maintaining a civil workplace environment. However, the assessment also identifies certain challenges that contribute to a less than fully civil atmosphere. One such issue is the occasional lack of recognition for diverse perspectives and experiences. While efforts have been made to promote inclusivity, there is room for improvement in ensuring that all voices are heard and valued equally. This is crucial for creating a truly inclusive and respectful workplace environment. Additionally, the assessment highlights instances of subtle forms of incivility, such as passive-aggressive behavior or gossiping. While these behaviors may seem minor, they can have a significant impact on morale and productivity if left free (Bar-David, 2018). Addressing these behaviors requires a proactive approach from both employees and management to promote respectful communication and conflict resolution. Overall, while the workplace generally maintains a civil atmosphere, there are areas where improvements can be made to strengthen this aspect further. By addressing issues such as recognizing diversity, promoting open communication, and addressing subtle forms of incivility, the organization can create a more inclusive and respectful workplace environment for all employees. Reflecting on personal experience, there was a situation where incivility manifested in the form of micromanagement from a supervisor. Despite having the skills and experience to carry out tasks independently, the supervisor consistently scrutinized every detail of the work and offered constant unsolicited feedback. This behavior not only undermined confidence but also created a sense of frustration and demotivation among team members. To address this issue, a colleague and I decided to have a candid conversation with the supervisor, expressing how their micromanagement was impacting our ability to perform effectively and suggesting a more hands-off approach. While initially defensive, the supervisor eventually recognized the impact of their behavior and agreed to give us more autonomy in our work. This situation highlighted the importance of addressing incivility directly and constructively, ultimately leading to a more positive and respectful working relationship.